Part 1 (Open to
the public)
ITEM NO.
REPORT OF THE HEAD OF HUMAN RESOURCES
To the: HUMAN RESOURCES CABINET WORKING GROUP
On: Monday, October, 2006
TITLE: Update on Elected Member Development
RECOMMENDATIONS:
1.
That members consider the proposed job descriptions, skills framework
and policy
2.
That members encourage the completion of the training needs analysis
questionnaire
3.
That members support the development of an elected members
training and development strategy when the training needs analysis is
completed.
EXECUTIVE SUMMARY:
This report outlines the approach to elected member development that
enables the council to:
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Equip Elected Members with the knowledge and skills required to
enable them to carry out their role effectively and respond to new
initiatives.
Meet the requirements of re-accreditation for the North West Charter
for Elected member Development.
Achieve its priorities for elected member development, as set out in the
balanced scorecard.
Contribute to the achievement of the organisational priority of “Effective
Leadership at all levels.”
BACKGROUND DOCUMENTS:
Previous reports on elected member development April 2006, 17 July 2006
North West Employers Organisation Elected Member Development Charter
criteria
IDEA Skills Framework
Welsh Local Government Association – Elected Member Development
ASSESSMENT OF RISK: Medium
THE SOURCE OF FUNDING IS: Existing budgets
LEGAL ADVICE OBTAINED: n/a
FINANCIAL ADVICE OBTAINED: n/a
CONTACT OFFICER: Heather Grove (x3958)
WARD (S) TO WHICH REPORT RELATES: Not Applicable
KEY COUNCIL POLICIES: Modernising Local Government;
DETAILS:
As part of the reaccredidation process of the North West Charter for Elected
Member Development, the HR Cabinet Working Group has already resolved
that the cost of undertaking one-to-one interviews for all elected members
was too great and that a training needs analysis questionnaire, with the
opportunity for people to have a one to one meeting with a representative
from the Organisational Development Team, was more appropriate.
A questionnaire has now been designed. However, in designing the
questionnaire, it was necessary to undertake further research to ensure that
the questionnaire was set in the context of the current roles of elected
members and the skills required to carry out those roles.
As a result of the research, an overarching Elected Member Development
Framework has been produced, based on elected member development
models developed by:

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The Welsh Local Government Association (job descriptions together
and competency framework).
The North West Employers Organisation Framework for Member
Development
IDEA Skills Framework for Elected Members
The Elected Member Development Framework is in appendix 1 and
comprises of:
1.
Job descriptions for Elected Members
It is essential that elected member job descriptions for each of the
elected member roles are clear. In Salford the existing job
descriptions are very long and detailed. Committee Services
produced revised job descriptions some time ago but cabinet has
not approved them.
It is recommended that the new job descriptions for elected
members in appendix 2 be considered.
2.
A Skills Framework for Elected Members
Equipping elected members with the knowledge and skills required
enabling them to carry out their role effectively and respond to new
initiatives is at the heart of the skills framework.
The Salford Elected Member Skills Framework is based on the
IDEA Skills Framework and the Welsh Local Government
Association Competency Framework, both of which are
recommended as good practice.
The Skills Framework sets out the knowledge and skills required for
each of the elected member roles.
It is recommended that the Skills Framework in Appendix 3 be
considered.
3.
A Training needs analysis questionnaire
A questionnaire has been designed which identifies
 Knowledge requirements
 Skills requirements
 Delivery preferences (times, methods, venues etc)
The questionnaire is in appendix 4.
The questionnaire has been circulated to all elected members and
the political groups are requested to reinforce the importance of
returning completed forms with their respective members.
A report on the number of returns and the outcome of the
questionnaire will be submitted at a future meeting of this Group.
4.
Elected member training and development policy and strategy
development
Once the results of the Training needs analysis hare known, a
strategy to document how the identified needs are to be met can be
developed.
The development of a strategy will ensure that:
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Elected member training and development activities are coordinated
Value for money is obtained from the elected member
training and development budget
Training and development activities are prioritised
Training addresses the identified needs
However, the strategy needs to sit within the principles of an
elected member training and development policy which sets out
roles and responsibilities as presently, elected member
development is organised through separate entities such as
Organisational Development, Scrutiny Support, Committee
Services, Directorates and Elected Members.
A draft Elected Member Training and Development Policy is in
appendix 5.
5.
Delivery of elected member training and development
programme
Once the needs of elected members have been identified and the
strategy and policy agreed, the Organisational Development Team
will organise and publish a programme of training and development
opportunities for elected members.
6.
Evaluation of elected member training and development
programme
Any programme of activity needs to be evaluated to determine
whether the training was useful, appropriate, timely so that it can be
improved, amended as necessary. It will be recommended that
evaluation of elected member development follows the processes
currently being developed for staff.